How to Motivate Employees to Learn

Content:

Employees don't want to drag out the learning process
Employees need more time to immerse themselves in the topic
Corporate courses lack navigation and quick access to materials
The greatest motivator is the desire to "be in the know," but people don't want to choose the topic themselves
"Entertainment" tools are not really that important, and sometimes they are simply unnecessary
Socialization remains an important element of learning
Employees need help not only during training, but also after it

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Why microlearning does not really engage employees and what is the optimal course length;
Which devices do people use to watch courses - smartphones or computers;
Why is navigation so important for e-learning courses;
What motivates employees to learn and are they ready to make their own learning choices;
Are gamification and engaging storytelling really as good as we would like to think (spoiler: not very)?
Why do learning employees need special chats and how to make communication even more effective.

Corporate training specialists often have their own ideas about what will interest the audience, but to what extent do these ideas correspond to reality? eLearning Center conducted the "E-Learning Learner Preferences 2021" study, which revealed employees' true interests and preferences in online learning. The results show that content that combines practical tasks and relevant topics truly generates greater interest among learners and can be more effective in training.

The study included 5,564 participants representing various industries, including manufacturing, telecommunications, information technology, banking, and trade. Such diverse results provide a more comprehensive understanding of current trends and challenges in these industries.

The majority of survey participants were aged 25 to 35, accounting for 24.4%. The next largest age group is aged 35 to 45, representing 20.5%. More than 50% of the participants are mid-level professionals, such as managers, office workers, and department heads. Workers make up a third of those surveyed, and less than 2% hold top management positions.

Elena Tikhomirova, Director of the eLearning Center, presented the results of the study during a webinar on November 25, 2021. The report highlighted key findings that highlight current trends and recommendations in online education.

Employees Don't Want to Extend the Learning Process

Modular courses and microformat-based learning have not gained the expected popularity among learners. Despite the efforts of methodologists, interest in such forms of learning remains below the projected level. This may indicate a need to rethink approaches to educational methods and adapt them to modern requirements and student preferences.

Learn at a time convenient for you. Choose the optimal schedule and study in a comfortable environment. Our programs are designed so you can combine them with personal and work commitments. We offer flexible training durations, allowing you to adapt the process to your daily schedule. You will be able to easily find time to study the material and consolidate your knowledge, which will significantly increase the effectiveness of your learning.

56.6% of respondents noted that they prefer to complete the entire course in one sitting;
36.6% shared that they are comfortable studying in 20-40 minute chunks a day and completing the training in two to three days.
6% said they are willing to spread the training out over a week and allocate short periods of time for classes.

At the report presentation, Elena Tikhomirova noted that communication with several respondents revealed that the desire to complete the course in one sitting is due to the difficulty of regularly allocating time for study. People find it much more convenient to gather for training once every two, three weeks, or once a month and complete the entire course.

Experts note that the desire to complete a course in a short period of time is driven not only by a lack of time but also by a lack of habitual learning, which makes it difficult to plan a consistent learning process. People tend to act according to the principle of "set aside a day and complete a task." Elena Tikhomirova emphasizes that methodologists should more actively emphasize the benefits of regularly acquiring new knowledge. To increase the effectiveness of modular training, it is necessary to introduce new approaches and formats that will facilitate the continuous development and improvement of professional skills.

More than half of respondents set aside time for training, rather than simply fitting it in between work tasks. They note that the ability to study from home is one of the main advantages. Among other positive aspects of remote learning, respondents mention the ability to focus: at home, it is easier to dwell on difficult points, study additional resources, and gain a deeper understanding of the material. This creates a more effective learning environment and promotes a better understanding of the topics.

Employees need more time to immerse themselves in the topic

The desire to deeply understand the essence of the training is confirmed by the optimal course duration indicated by respondents. Moreover, the researchers did not offer fixed answer options, but gave participants the opportunity to independently determine the necessary duration. This indicates that respondents consciously choose the time needed to thoroughly assimilate the material.

Research has shown that students are most comfortable completing training modules lasting 45 minutes. The organizers of the study note that this time interval was preferred by both young professionals and managers. In 45 minutes, employees have the opportunity to prepare, delve deeper into the topic being studied, and reflect on the material. In contrast, 10-15 minutes allocated for training is often insufficient, calling into question the effectiveness of popular microlearning. Therefore, optimal module length is key to successful learning and information retention.

There's a common misconception that when we discuss microlearning, we're relying on the following logic: users don't always successfully complete courses, struggle with motivation, and report a lack of time. Developers and training providers respond to this by offering short courses as an alternative. At first glance, this seems logical: if there's no time for a long course, a short one might suffice. However, in reality, the reason people cite a lack of time often lies deeper. It could indicate a lack of interest, a misunderstanding of the task, or low motivation, which requires a more detailed analysis and the search for effective educational solutions.

Most likely, the low popularity of smartphones as a learning device is due to the need for focus and a deliberate approach to the learning process. Despite the general consensus that many prefer to learn using smartphones, most respondents admitted that they use mobile learning only in extreme cases or avoid this format altogether due to its inconvenience. This also highlights the limitations of short and popular formats, such as social media posts or stories, which may not facilitate effective learning.

Only 9.1% of respondents use mobile devices as their sole learning method. Tikhomirova emphasizes that most of these are field workers who do not have access to a stationary workstation. The remaining survey participants prefer learning using laptops or PCs, demonstrating the importance of more familiar and convenient formats for enhancing the learning process.

Elena Tikhomirova emphasizes that studying at a desk with a laptop creates a more comfortable environment for focused learning. Sitting at a desk makes people more thoughtful and focused, which allows them to use a pen and paper for note-taking. Unlike studying on the go, where information is absorbed while other tasks are taking place, dedicated time at a desk promotes deeper comprehension and increases learning effectiveness.

Corporate courses lack navigation and quick access to materials

The desire to stock up on pen and paper is no coincidence. More than a third of respondents (36.4%) take notes in a notebook during the course, while the rest prefer to record information on electronic devices. At the same time, the majority of participants (43.9%) take screenshots of their screens to save important theoretical materials for future use.

Photo: Ahmet Misirligul / Shutterstock

This likely reflects a desire to quickly access important information at the right time. In this context, two key issues stand out that methodologists should consider, emphasizes Elena Tikhomirova.

Not all companies maintain quick access to completed courses. However, course information may still be needed, and employees may find it inconvenient to access it elsewhere and waste time on it. The expert believes that training should be made quickly accessible (for example, through permanent links), and important course materials should also be presented in the form of reminders or checklists. More than a third of survey respondents indicated that they would indeed like to receive the main materials after completing the course, and a quarter wanted to retain all the information provided during the training.
Many courses lack a table of contents and clear and open navigation. For example, to access the necessary information, a student must perform numerous actions, and if they need to return to a certain point, closed navigation simply won't allow it—they'll have to painfully repeat the process.

Elena Tikhomirova emphasizes the importance of content creation and open navigation on web resources. She compares the learning process to reading a book, where the reader can start on one page, turn to another, and return to what they've previously read. The expert believes that users need to be able to quickly return to the information they need, which promotes more effective learning and assimilation of the material. Proper content structure and user-friendly navigation play a key role in retaining the reader's attention and improving the quality of information comprehension.

According to the survey, 85.7% of respondents face the need to retake a course to find the information they need or refresh their knowledge. Of these, 47.7% do this sometimes, 32.5% rarely, and 5.5% regularly. This indicator highlights the importance of educational materials being accessible and re-readable to keep knowledge current.

Many respondents noted that they had to repeat courses due to insufficient credits on the first attempt. 7% of respondents encounter this problem regularly, and 78.6% occasionally. These data may indicate motivation and a desire to learn, but the reality is more complex.

The greatest motivator is the desire to “be on top of the topic”, but there is a reluctance to choose the topic themselves

According to the survey results, intrinsic motivation for learning exceeded extrinsic motivation. The most significant factor contributing to learning was the desire to “keep your finger on the pulse” - 65.8% of participants answered this way. Another 17.8% of respondents noted that they were afraid of missing out on important information. The second most popular source of motivation (42.9%) is associated with the emergence of tasks, the completion of which requires additional knowledge. At the same time, management directives also encourage training and prompt a quick start to courses—a factor noted by a third of respondents. While extrinsic motivation continues to be influential, it is not the primary driving force for most trainees.

According to various surveys, the primary motivation for training is the desire to increase income and advance in careers. However, the SuperJob survey results show that, in practice, training leads to actual salary or position increases for only a few participants. This highlights the gap between expectations and reality in matters of professional growth and increasing financial well-being through training.

Photo: Studio Romantic / Shutterstock

The most important aspect of training, according to survey respondents, is practicality. The following are of greatest importance to students:

examples of applying the material in work;
well-presented theory;
assignments and exercises based on real-world problems;
high-quality illustrations of the material (diagrams, charts, etc.).

Despite employees’ desire to keep their knowledge relevant, they are not prepared to take responsibility for training within the framework of their work and independently choose areas for development. More than 70% of respondents would prefer the employer to determine training topics, develop training materials, and assign them. This underscores the importance of the company’s role in the professional growth of its employees.

Not everyone practices self-education in their free time. According to survey results, only a small proportion of people devote time to independent learning. This phenomenon is becoming increasingly relevant in the modern world, where knowledge and skills quickly become outdated. People who engage in self-education have the opportunity to develop their professional competencies, broaden their horizons, and improve their quality of life. However, many choose to spend their free time less productively, which may negatively impact their future. It is important to understand that self-education opens new horizons and provides a competitive advantage in the labor market.

34.3% sometimes undergo training outside of work;
28.4% do so very rarely;
21.8% do not study anything "on the side" at all;
11% take outside courses quite often;
4.5% regularly undergo some kind of training.

Elena Tikhomirova notes that employee training, even if it is not directly related to their daily tasks, can be significantly beneficial. Such development programs help broaden employees' horizons, increase their motivation, and improve teamwork. Investing in training has long-term benefits for a company, as it helps develop more versatile and adaptable employees.

Training that isn't job-related, but rather focuses on personal development and independent knowledge acquisition, emphasizes the importance of the learning process as a whole. I believe that the idea of training that extends beyond corporate programs should be actively promoted. This will allow people to benefit from the knowledge they acquire, which in turn will positively impact corporate training. It is important that training becomes not only a professional tool, but also a means of personal growth, which will ultimately enrich both the individual and the organization as a whole.

Reading is an important part of our lives. Reading not only develops mental abilities but also helps broaden horizons. It's important to devote time to reading a variety of materials, whether books, articles, or blogs. This helps improve writing skills, enriches vocabulary, and enhances critical thinking. Reading can also be a great way to relax and unwind from the daily grind. Don't forget that regular reading can significantly improve your concentration and memory, as well as help you better understand the world around you. So, find time to read every day and enjoy the process.

Companies invite astronaut- and art historian-lecturers to broaden employees' horizons and create a unique corporate culture. Astronaut-lecturers share their experiences of overcoming challenges, teamwork, and innovative thinking, inspiring the team to new achievements. Art historians, in turn, help develop creative thinking and aesthetic perception, which contributes to a better team atmosphere and increased creativity. Such events not only contribute to the personal development of employees but also strengthen team spirit, which ultimately has a positive impact on the company's results. Inviting such specialists is becoming an important element of the strategy for increasing competitiveness and creating a unique company image.

"Entertainment" tools are not really that important, and sometimes are simply superfluous.

A variety of game tools and engaging scenarios with an interesting plot can certainly increase employee motivation and engagement. Research shows that 41.3% of respondents would prefer courses with bright graphics and an original plot. However, more than 70% of survey participants indicated that the practical aspect of training is more significant for them. They choose courses that offer numerous examples, tasks, and a clear design, even if this means forgoing a creative plot and colorful design. This emphasizes that connection to real-world work experience and the practical applicability of materials play a decisive role in the choice of educational programs.

This is a call to action that emphasizes the importance of investing our time and resources in creating high-quality practices and examples. As developers, we must strive to create good case studies that will serve as role models. It is necessary to pay attention to a neat, simple, and uniform design, which will save time and effort in the future.

Respondents to a survey on training courses expressed a clear desire to increase the number of examples and cases in the training process. 43.5% of respondents noted that they would like to see more practical cases, while only 9% of participants would prefer to see fewer of them. This demonstrates the importance of practical application of knowledge for effective learning.

Attitudes toward engaging and entertaining elements in training courses can be assessed by the rating of additional tools that survey participants consider useful for learning.

In corporate training, an important aspect is the opportunity to develop employee skills. Companies strive to develop the skills of their employees to increase overall productivity and competitiveness. Effective training programs contribute to improved teamwork and increased employee satisfaction.

Adapting training to the specific needs of the business is also an important factor. A personalized approach to training allows for more effective solutions to organizational challenges. The introduction of modern technologies, such as online courses and webinars, makes training accessible and convenient.

Corporate training also helps shape corporate culture, creating an atmosphere of continuous development and innovation. This, in turn, promotes the retention of talented employees and reduces turnover.

Thus, corporate training not only improves employees' skills, but also has a positive impact on the overall success of the company.

the ability to see the results of all completed tasks (your answer, the correct answer, and analysis of the situation) — 65.2%;
the ability to see your current progress in learning (how much has been learned, how much remains) — 58.4%;
the ability to see cause-and-effect relationships using examples of real situations or company indicators — 41.7%;
score counters, moving through levels as you progress in studying the course — 35.7%;
badges and awards within the course, which are awarded as you complete the training — 24.1%;
a course hero, on whose behalf actions are performed and who can be developed during the course — 8.8%.

There is common confusion between the concepts of curiosity and motivation. True motivation only arises when a person recognizes the practical value of knowledge and understands how to apply what they've learned. Unlike motivation, curiosity is often generated by vivid images. However, curiosity may not develop into true motivation if there are no opportunities for practical tasks and training. Elena Tikhomirova emphasizes the importance of practical application of knowledge for developing sustainable motivation.

While gamification may not be critical for courses, storytelling should not be abandoned, the expert asserts. In a classic format using real-life cases and practical examples, it can significantly enhance learning effectiveness. While fantastical stories and metaphors can create an entertaining effect, they are unlikely to help participants master the practical application of acquired knowledge.

Additional tools emphasize the importance of learning planning. It's important to consider learners' desire to track their progress and manage their time effectively. Elena Tikhomirova notes that while organizational elements such as slide counters, progress indicators, and pre-training notifications were previously mandatory, their use has now become significantly less common. This change highlights the need for a more flexible approach to designing educational processes, which can increase participant motivation and engagement. When we began exploring various innovative formats and approaches, many important aspects were overlooked. We currently launch many courses, but they often lack organizational information, such as how long the training will take and what conditions must be met. In fact, to effectively plan your learning, it is critical for each person to know how much time it will take and what effort needs to be put in.

Socialization Remains an Important Element of Learning

Communication is becoming a key aspect for people working remotely, which makes communication an important part of learning. Effective interaction with both colleagues and experts plays a crucial role in successful work and professional growth. Good communication skills help not only in building relationships but also in sharing knowledge and experience, which contributes to more productive and effective work. In a remote environment, the ability to listen and express yourself clearly becomes especially valuable, ensuring timely problem-solving and goal achievement.

Less than a third of respondents (25%) said they do not need expert support. Most respondents (56.8%) occasionally need this type of support, and 16.8% indicated they would like to receive it regularly. However, as Elena Tikhomirova emphasizes, this type of support is often missing from corporate course architecture. This can lead to students simply skimming through the course materials without engaging with their content. It is important to consider the needs of participants and integrate expert support into educational programs to improve the effectiveness of training.

Photo: insta_photos / Shutterstock

During A similar trend is observed in discussing acquired knowledge with colleagues during the course. Only 14.5% of respondents indicated that they did not feel the need for such interaction, while the overwhelming majority – 85.5% – expressed a desire to communicate and exchange opinions during the learning process. This underscores the importance of collaborative learning and interaction to enhance the effectiveness of the educational process.

Modern communication channels play a key role in effective interaction. Today, a variety of communication methods provide quick and convenient connections between people and organizations. Important channels include email, instant messaging, social media, and video calls. Each of these tools has its advantages and disadvantages, but all contribute to improved interaction. Choosing the appropriate channel depends on the communication goals and the preferences of the participants. Convenient communication channels help reduce the time spent exchanging information and increase productivity.

chats or groups with experts — 53.8%;
chats or groups with those taking the course — 44.3%;
the ability to comment within the course — 31.4%;
forums on the training portal or internal website — 19.0%;
webinars, conferences, and end-of-course meetings — 17.3%.

Most companies participating in the survey already have opportunities for effective communication during the training process, and employees actively use them. Only 25% of respondents noted the lack of accessible communication channels both during and after training.

Existing socialization tools can be improved by adding new features that will make communication between learners more convenient. Elena Tikhomirova cited an example from social media—the ability to see which users are online. Implementing a similar feature in a distance learning system would allow employees to see who is currently taking a course. This would create an opportunity to share impressions, knowledge, and experiences during the learning process, significantly increasing the effectiveness of interactions and creating a more cohesive learning environment. The expert noted that people strive for dynamic and lively communication, and chat is the best tool for this. Chat applications provide the opportunity for instant interaction, making communication more natural and accessible. In today's time-sensitive world, effective communication channels like chat are becoming increasingly important.

Employees Need Help Not Just During Training—But After It

Research showed that respondents rated the application of acquired knowledge in their work and life on a scale of 0 to 10, with 0 meaning no application at all and 10 meaning consistent use of all knowledge. The average score was 6.4, indicating that knowledge is applied, but likely selectively. The reasons for this phenomenon, including the quality of training, participant motivation, and other factors, require further analysis for a more accurate understanding.

When employees begin actively applying new knowledge, the results can appear quite quickly. Incorporating new skills and knowledge into the work process helps improve the efficiency and productivity of the team. This not only improves the quality of tasks performed but also accelerates the achievement of goals. Training and development of employees are key factors for the growth of the company, as they contribute to the creation of an innovative and adaptive work environment. Supporting and motivating employees in the process of applying new knowledge play a significant role in achieving successful results.

76.4% — within a couple of days after training;
10.6% — 2-3 weeks after training;
9.7% — rarely able to apply;
2.7% 1-2 months after training;
0.6% 2 months after training.

It is necessary to focus on the practical application of acquired knowledge. This is an important task that requires attention. Skill development and active participation in design play a key role in the further use of the material learned. Learning does not end after passing the test; this is when the most interesting part begins — putting what has been learned into practice. At this stage, significantly more support is often required than during training, Elena Tikhomirova emphasized.